RPL – Recognition of Prior Learning

Recognition of Prior Learning (RPL)

 

  • Do you have ten years or more experience in early childhood education and care???


  • Have you worked as a room or group leader???


  • Have you planned and evaluated programs and care plans???


  • Have you worked with the EYLF/FSAC/VEYL&DF and the NQF???


  • Have you worked across all ages in early childhood education and care???


  • Will having your Diploma of Early Childhood Education and Care open up new work opportunities for you???


  • YES!!! Then, Nautilus Training’s Government-subsidised RPL could be just what you need. All you pay is $609.00.

Becoming Qualified thru’ Recognition

Nautilus Training is contracted by the Victorian Skills Commission to deliver Recognition of Prior Learning (RPL) with funding from the Commission, for eligible RPL candidates.

Early childhood educators and service managers/directors, who satisfy the eligibility requirements for Government funded training and whose experience in early childhood education and care can be substantiated by reliable evidence and is sufficiently extensive, can use Nautilus Training’s RPL pathway to gain all or most of the units of competency that comprise the Diploma of Early Childhood Education and Care (CHC50113).

Being a long-standing provider of RPL, Nautilus Training knows only too well that RPL is not for everyone. As RPL uses the understandings and skills that the experienced early childhood educator or manager/director has developed over their years of providing quality care for young children, there are many people, especially those who are relatively new to the industry, who would be unable to collect sufficient evidence to satisfy the assessment requirements of the Diploma of Early Childhood Education and Care, through RPL.

However, this does not apply to everyone – there is a significant proportion of the early childhood education and care workforce, whose experience can be translated into a body of evidence of competency that proves they deserve, on the basis of their experience, to be granted either the full Diploma or a number of units of competency from the Diploma.

Gaining a Diploma from Nautilus Training, through the workplace-based training and assessment pathway, is no ‘push-over’. Nautilus Training’s students work very hard to complete their well-earned qualification. In order to protect the excellent reputation that Nautilus Training’s graduates enjoy, RPL candidates, who achieve some or all of their Diploma through RPL with Nautilus Training, are required to demonstrate that they are just as well ‘qualified’ as anyone, who has used Nautilus Training’s workplace-based training and assessment pathway, to gain their Diploma.

RPL is not a ‘fast-track’ method of becoming qualified, as the time that goes into an educator’s working to gain the necessary experience must be considered as being part of the RPL process.

With all this in mind, it is easy to see that a successful RPL candidate with Nautilus Training can be confident that their Diploma is well deserved and underpinned by all the knowledge and skill necessary to operate at a ‘fully qualified’ level.

One of the apparent barriers to RPL was that it has been generally understood as a process that relies on the RPL candidate’s collecting, creating and submitting their evidence for themselves and with little or no support, advice and assistance. The process, which Nautilus Training has used already for many successful RPL candidates, has been designed to encourage, promote and facilitate the evidence collection and submission process. Whilst referred to as the ‘RPL assessor’, the person from Nautilus Training, who works with the RPL candidate on their submission, is there to guide and advise the candidate on how to ‘put their best (RPL) foot forward’. Visiting the workplace as they do, the RPL assessor is there, in person, to help the candidate with identifying, accessing, assembling and submitting their RPL evidence.

As can be seen from the steps in the process described further on in this information, one of the first things Nautilus Training does, prior to actually enrolling the RPL candidate, is to conduct a preliminary assessment of the available evidence of competency. This enables us to make an informed prediction about whether there is a realistic opportunity for the prospective RPL candidate to achieve their Diploma through RPL. There is no point in endeavouring to put forward a case for RPL unless it has a good chance of success.

Having been using RPL as a pathway for some time now, Nautilus Training has created and continuously improved its RPL process to a point where every candidate, who actually starts on the pathway as an RPL enrolment, can be reasonably confident that they will either attain the qualification they have targeted or need only a small amount of training (sometimes called ‘gap-training’) to be assessed as ‘competent’ in all the units required to make up the full qualification.

Scroll down to see how Nautilus Training’s RPL process works.

Steps in Nautilus Training’s RPL Process

  • The Candidate contacts Nautilus with a view to undertaking RPL or is identified as a potential RPL Candidate when enquiring about training
  • Nautilus ensures that the Candidate meets the eligibility requirements for Government funded training.
  • Nautilus e-mails or posts an RPL Pre-enrolment Pack to the Candidate, which includes:
    • Pre-enrolment Form,
    • Applicant’s Self Declaration,
    • Recognition of Prior Learning Information for Candidates,
    • Self and Third Party Assessment Checklists,
    • Guide to completing RPL Self and Third Party Assessment Checklists,
    • Third Party Referee’s Verification Form and
    • Guide to writing an RPL Curriculum Vitae (CV).
  • The Candidate returns the completed paperwork from the RPL Pre-enrolment Pack, including their detailed CV and the filled-out Self and Third Party Assessment Checklists.
  • Nautilus’ RPL assessment team considers the information returned by the Candidate and makes an initial judgment about the likelihood of success of the Candidate’s RPL application. If the initial decision is positive, then an RPL Assessor is assigned to formally enrol the RPL Candidate, provide support and undertake the workplace visits and assessments. If the decision is that the Candidate would be unsuccessful through the RPL process, they are contacted and offered a training and assessment pathway.
  • The first workplace visit occurs, and the assigned RPL Assessor finalises enrolment, sights original documentation, and provides the Candidate with the RPL evidence collection guidelines. The RPL Assessor supports and advises the Candidate in relation to the evidence that they may be able to obtain/produce. The RPL Assessor also meets with the Third Party Referee to discuss the Candidate’s experience and practice, observes the Candidate in the room working with children, provides their contact details to the Candidate and referee and encourages contact with the RPL Assessor if they require any further support or clarification.
  • The RPL Assessor makes one or more further visits and provides support and advice about further evidence that the Candidate may be able to produce for the units which require more evidence. The RPL Assessor also observes the Candidate whilst working with children again, makes a tentative judgment about the units to be granted RPL, meets again with the Third Party Referee, and discusses the tentative outcome of the application and its implications.
  • The RPL Candidate collects and submits any further evidence identified at the later visit/s.
  • Once the Candidate has submitted the evidence they have collected, to Nautilus, and the evidence has been evaluated, the RPL Assessor arranges a final workplace visit.
  • The RPL Assessor informs the Candidate of the final outcome of the RPL application and its implications.
  • Nautilus Training’s CEO presents the testamur to the Candidate, where applicable, at a formal presentation in the workplace, if the Candidate so desires. Alternatively, the testamur will be sent by post.
  • If the submission does not fully satisfy the competency requirements, an action plan is developed in consultation with the Candidate, to ‘fill-in the gaps’. This may involve the Candidate in subsequent training and assessment, assessment only, or having to obtain further evidence.

If this is the chance you’ve been waiting for – to let your experience speak for itself, to gain the qualification that your experience deserves, to avoid the expense associated with formal recognition of competency and to work in a position which is consistent with your expertise – contact Nautilus Training – we’ll do the rest!!!